Using personality profiling to design training

27 Oct, 2011Coaching, HR123, Human Resources, MBTI, OPQ32, Personality

Personality profiling is very useful when designing or undertaking a training programme that is linked to either soft or hard skill development.

We offer our own development programmes but offer our profiling services to other training organisations to help them understand their candidates as well – get in touch if you’ like any more information.

Identifying Training Needs

Case Study - Gulf Investment Bank (Bahrain 2011)

Gulf Investment Bank (GIB) is based in the Kingdom of Bahrain and employs over 1000 people across the Gulf.  As part of its strategic review it identified the need to undertake a management development programme for 120 of its senior and middle managers to support its plan to become a leading player in retail banking across the gulf through e-banking services.

Through our business partner EMIC we worked with the bank to develop a development centre that was designed to measure the behaviours of the management tier versus their organisational competencies – highlighting areas of development.

Over a four-week period we asked the managers to undertake a range of activities that had been specifically mapped to measure the organisations competencies.  From this we created a bespoke 12-page feedback report explaining how closely their behaviour was aligned to the organisations competencies.

From the 120 sets of results we were then able to identify group training needs – highlighting areas that should be included in the management development programme – such as creative thinking, understanding others to build stronger relationships, personal resilience and leading others through change.

Outcomes

All 120 managers received individual development reports that showed where they needed to develop versus the organisations competencies

We were able to develop a training programme that specifically met the group development needs

We created a model of behaviour using OPQ32 linked to GIB Competency framework so any future hires could be measured for fit against the GIB competencies

Tools used

SHL – OPQ32

SHL – Scenarios

Bespoke Non Assigned Role Group Discussion